eworx Network & Internet GmbH
Ilija Simunovic, IT-Abteilungsleiter bei eworx
Description
Ilija Simunovic von eworx gibt im Interview Einblicke in die IT im Unternehmen, was beim Recruiting und Onboarding wichtig ist und mit welchen Technologien gearbeitet wird.
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Video Summary
In “Ilija Simunovic, IT-Abteilungsleiter bei eworx,” Ilija Simunovic outlines eworx’s IT full-service unit: a 15+ person, young yet highly skilled team organized into agile topic teams (e.g., Backup, Microsoft 365, Security) and first/second/third-level support, where even first level handles deep technical issues and third level delivers projects. He highlights a culture of technical depth, customer proximity, and self-driven learning: people choose focus areas, upskill, and are guided by a dedicated colleague during onboarding. Candidates are expected to show genuine interest in technology and problem-solving; hiring is low-bureaucracy with an online intro and on-site visit, and the company sees strong opportunities in Microsoft 365 and practical AI use with human oversight.
Depth over ticket-passing: Leadership takeaways from “Ilija Simunovic, IT-Abteilungsleiter bei eworx” (eworx Network & Internet GmbH)
What this session revealed
In the session “Ilija Simunovic, IT-Abteilungsleiter bei eworx,” Ilija Simunovic of eworx Network & Internet GmbH opens a candid window into an IT organization that treats engineering as a value engine, not a cost center. eworx operates two business lines: an email marketing suite and a full IT maintenance service. Simunovic leads the engineering side of the latter—the IT‑Vollwartung—where a team of 15+ technologists supports customers across Upper Austria (Linz and primarily Raubach), with a clear plan to expand toward Vienna.
The throughline: this is a place where broad, deep technical strength meets real customer proximity. Agile topic teams give engineers meaningful specialization paths; First‑ through Third‑Level support carry genuine responsibility; and learning is baked into the way the team works.
“We don’t just have one or two deep experts—depth is basically a standard across the team.”
The business model: Two pillars, one bar for quality
eworx is built on two pillars:
- An email marketing suite as a dedicated product line.
- Full IT maintenance as a service business with close customer engagement.
Simunovic “lives” in IT‑Vollwartung and leads its technical operations. The bar for quality is set by depth, a strong team culture, and an organization that enables both specialization and customer impact.
Young—yet technically formidable
The IT‑Vollwartung team has grown to over 15 engineers, with an average age under 30. That youthfulness is not a lack of experience; it’s a catalyst for pace, curiosity, and depth.
“Even though we’re a young team, the guys are extremely tech‑affine and technically strong.”
What that signals:
- Depth is not a silo: Rather than a handful of “heroes,” eworx pushes for breadth of deep skill across the team. That reduces single points of failure and raises the baseline quality.
- Interest outruns completeness: If you love the craft, you can go deep fast here—because the structure deliberately enables it with practice‑oriented learning and ownership.
Locations and growth: Rooted in Upper Austria, eyes on Vienna
The team is based in Linz and primarily in Raubach. The next step is a push toward Vienna to stay close to customers and meet rising demand. For tech talent, that’s stability plus greenfield opportunities: new engagements, new contexts, new responsibilities.
Agile topic teams: Specialize, contribute, go deep
eworx organizes around agile topic teams that align passion with value delivery:
- Backup (with real‑world relevance: protection, recovery, resilience)
- Microsoft 365 (productivity, administration, security)
- Security (as a cross‑cutting concern)
“If you like a topic, you join, continue learning, contribute, and get deep into it.”
These aren’t symbolic committees. They’re where expertise is built and shipped—through hands‑on customer work.
Support structure with substance: First, Second, Third—without the ping‑pong
eworx runs a classic First‑/Second‑/Third‑Level support structure—but with real ownership at every layer.
First‑Level: Straight into the deep end
- All requests land here—and they’re not just “small stuff.”
- First‑Level regularly deals with substantive issues: investigation, root cause analysis, resolution.
- The reward: the joy of solving puzzles and delivering outcomes customers can feel.
“That’s the fun in IT: searching for a solution, finding it, closing the loop—and having a happy customer.”
Second‑Level: Customer proximity and on‑site work
- More customer appointments and closer relationships.
- Regular on‑site presence to assess situations and implement solutions directly.
Third‑Level: Projects and knowledge backbone
- Implementation of projects with specialized technical topics.
- Ongoing support for all other layers, powered by accumulated expertise.
This model creates natural development paths—without the common “ticket escalation treadmill.” If you want ownership, you’ll have it at any stage.
Engineering culture: Solve problems, deliver customer value, grow together
Several signals in the session define how eworx builds its engineering culture:
- Problem‑solving as a core craft: From First‑Level onward, engineers are expected—and enabled—to find and fix root causes.
- Customer value as the metric: Work is done when it works for customers. That sense of “done” is a team achievement.
- Depth as a team standard: High competence density instead of single‑point heroics builds quality and resilience.
- Contribute, don’t just complete: Topic teams convert individual interests into team‑level outcomes.
Hiring: Pragmatic, direct, and potential‑oriented
eworx recruits via the usual platforms (including LinkedIn) and is present across social channels. Notably, many candidates apply directly—an indicator of a strong reputation.
The process is lean and candidate‑friendly:
- Apply online—via email or the website. A CV is enough for a first read.
- Initial online conversation—no travel, no wardrobe theater; it’s about chemistry and context.
- On‑site visit—if potential and fit align: meet the team, feel the role and the environment firsthand.
- Align on details, finalize the contract, and kick off onboarding—with a long‑term horizon from day one.
“We’re focused on long‑term engagement … so you should know beforehand if it truly fits.”
It’s a consistent stance: fit before speed, potential before paperwork. If it’s right, it’s meant to last.
Onboarding: Buddy system, orientation, momentum
Onboarding at eworx is deliberately supported:
- Buddy system: A colleague sits close in the early days, answers questions, or points to the right place for answers. That accelerates learning and reduces friction.
- First‑day walkthrough: Meet colleagues, see the space, and understand the basics. If the “trial day” didn’t catch everyone (vacation, home office), this is where the rest comes together.
“It’s worth a lot not to have to fight through everything alone—support from a colleague makes a real difference.”
The outcome: new joiners gain confidence early, build relationships, and deliver value faster.
What eworx values in candidates
Simunovic is explicit: interest beats encyclopedic knowledge.
- Affinity for technology: curiosity, tinkering, understanding, improving.
- Love for puzzles: complex problems are energizing, not intimidating.
- Willingness to learn: no one knows everything—attitude is the differentiator.
“You can learn anything—and if you’re interested, you learn much faster.”
Bring that mindset, and the structure at eworx will help you turn it into depth and outcomes.
Why this work matters—now more than ever
A central thread in the session: IT is inseparable from modern business—and its role keeps expanding.
- Digitalization means simplifying, improving, and accelerating processes—to move companies forward.
- Customer‑centric engineering unlocks the “extra edge” that creates measurable value.
A clear example from recent years: the rapid rise of remote work.
From securing remote access to keeping communication flowing via Zoom or Teams—IT made it possible to keep operations going where many would otherwise have shut down or sent people on leave.
The outlook: demand and complexity will grow. Simunovic sees notable potential around Microsoft 365 and artificial intelligence.
“With the combination of AI and humans, we’ll unlock a lot of potential—and early adopters will have a huge advantage.”
Concrete reasons tech talent should consider eworx
Directly distilled from the session:
- Depth from day one: Even First‑Level handles substantive work—ideal for people who want ownership and accelerated growth.
- Topic teams as learning engines: Backup, Microsoft 365, Security—specialize where it matters and ship results.
- Customer proximity: Frequent interaction (Second‑Level) and project delivery (Third‑Level) drive visibility and impact.
- Buddy onboarding: Support that speeds up confidence and contribution.
- Long‑term intent: Deliberate focus on fit and stability rather than short‑term staffing.
- Growth context: Expansion toward Vienna opens doors for new projects and responsibilities.
- Culture of broad depth: Not “one hero”—a team with a high competence baseline.
How collaboration shows up in the day‑to‑day
At eworx, collaboration isn’t a slogan—it’s structural:
- Agile by topic: If you contribute, you shape. That boosts ownership and quality.
- Knowledge in motion: Third‑Level supports the other layers; buddies support new joiners.
- Customer as the anchor: Decisions prioritize effect and utility over internal elegance.
For engineers, that means seeing why the work matters—and how it lands with customers.
Career paths without bureaucracy
Whether you start in First‑Level, lean into customer‑facing Second‑Level work, or grow into project‑driven Third‑Level responsibilities, the structure creates natural progression. Topic teams add specialization that maps your motivation to real expertise. Careers here feel like compounding competence, not merely a chain of titles.
Our DevJobs.at takeaways
Three leadership lessons stand out from “Ilija Simunovic, IT‑Abteilungsleiter bei eworx”:
- Interest over perfection: With the right structure, motivated people go deep—fast.
- Depth is a team sport: High competence density builds quality and resilience at scale.
- Customer proximity sharpens engineering: Live feedback clarifies priorities, lifts standards, and motivates.
That mindset makes eworx attractive to talent who don’t just “use” technology, but want to understand and shape it.
Who will thrive at eworx
- Problem‑solvers who’d rather fix root causes than treat symptoms.
- Learners who want specialization with real customer impact.
- Team players who share knowledge—and learn from others.
- People seeking a long‑term, growth‑oriented environment.
If that sounds like you, the next step is simple: apply online—via email or the website—and start the conversation focused on potential and fit.
Final word: A setup that grows talent and compounds customer value
In this session, eworx Network & Internet GmbH showcases a service organization that is engineering‑driven, customer‑centric, and people‑first. Agile topic teams, real responsibility across support levels, and onboarding that builds confidence turn learning curves into outcomes—and outcomes into references.
If you love technology, enjoy solving puzzles, and want to contribute in a strong, young team, this is an environment designed to help you do exactly that. In Simunovic’s terms: interest, depth, team—the rest follows with the work.
